Lisa Young gets some advice on key performance indicators for training from Graham O'Connell.
There are a whole host of measures that you could use but I would be inclined to prioritise them around the critical performance requirements of the business.
The types of performance tend to fall into the following categories: quantity, quality, cost, speed, value for money, innovation, customer service and 'bottom line' (or ultimate business benefit).
These measures tend to fall into three or four categories. Input measures are less vital from the business point of view but can be helpful from the training manager perspective. These include things like activity measures (no. of trainer days, no. of student days, no. of hits on the e-learning site, no. of people coached, etc.). There are also effeciency measures (eg cost per student day, room utilisation rates, speed of service, no. of training designs that pass QA first time, etc.). There are output measures (pass rates, no. of staff legal competent to a required standard, etc.).
Perhaps most crucial are the outcome measures. These range from simple Performance Indicators (such as number of people applying their learning in the workplace) through to the more valuable, and harder to measure, Level 4 evaluation measures (such as level of improved customer service as a result of new customer service training; impact on business performance, etc.) This may involve techniques like cost benefit analysis or balanced scorecard rather than simple data collection tools.
It all depends on how sophisticated you want to get.
You might also want to look at:www.trainingzone.co.uk/item/157777.
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Training KPIs
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